HRIS Development and Initiatives 2001

Start RFP Process for purchasing an Electronic Time Entry System (ETES)
Approval was given by Budget Review Committee to pursue looking at vendors to select an Electronic Time Entry System. Selection process included identifying business requirements, preparing RFP, ETES committee review of vendor responses, demonstrations, reference checks, site visits, budget and approval. Approval was given October of 2001. Signed contract was December of 2001.

Deployment of Funding Panels and Journal Entry Panels
Phase 1 of deployment was to allow departments to enter their own funding and journal entries with electronic approvals. Currently there are about 170 employees with update access for this functionality.

Create Research Faculty and Staff Training Manual
Training manual has been created to include research faculty and staff procedures training. Release of training should be 2/2002. At the same time we will eliminate some of the paperwork being processed for reappointments of research faculty and staff.

Elimination of Positions
In anticipation of getting an Electronic Time Entry System, we moved all temporaries out of positions to streamline the reporting of temporaries in HRIS at the request of the departments. Reporting of time entry was streamlined and finding was placed at the employee level instead of at the Position level.

Create 2 benefit rates in HRIS
HRIS was modified to accommodate the charging of 2 benefit rates based on the funding source. Federal accounts carried a lower benefit rate that non federal accounts. At the same time there were changes made in the General Ledger program to add fiscal year to non grant accounts.

Enhancement to Salary Planning Module
Enhancement allows users to reappoint faculty and staff members as well as update end dates on positions. Also, a pilot was conducted on using the Salary Planning Module to give .05 increases to work study and temporary employees in December of 2001. This will be rolled out to everyone in the Spring of 2002.

IBO Pilot
As a preliminary effort to do phase 2 of deployment which allows users to hire, create positions, promote, demote, salary adjustments, and terminations, the IBO Pilot is the analysis of work loads in departments and analyzing how deployment will impact staffing, and what would be the best way to roll this functionality out to the community.

Retirement Plan Changes
Change programs to allow 1% automatic enrollment for employees, change reports, interfaces to vendors.